Selection

• Selection should be conducted solely on the basis of a candidate's relative abilities and experience against the criteria set out in the person specification.
• Decide which candidate, if any (the job can always be re-advertised), is the most suitable for the job. Write to offer the candidate the position, subject to satisfactory references.
• Once the job offer has been accepted, write to inform the unsuccessful candidates It is also advisable to make a job offer subject to satisfactory references and to thoroughly scrutinise reference information received from previous employers.
• In order to identify any required adjustments to duties or the work environment a confidential medical questionnaire is recommended.
• Any relevant medical disclosure should be followed up with an assessment of risk and identification of any adjustments needed. Care should be taken that this action is within the employer's obligations under the Disability Discrimination Act 1995 and in compliance with the terms of the Access to Medical Reports Act 1988.
• Where appropriate, you may need to conduct CRB/ISA checks or screening.

Further information:

• Acas

Reviewed and updated by the HR Services Partnership - April 2010.

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